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Cipd Monster 2

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The future of recruitment

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Cipd Monster 2

  1. 1. Julian LaddMonster Worldwide<br />Research, trends and predictions<br />16 June 2010<br />
  2. 2. ‘an age of austerity’....cut state spending in ways that will ‘affect our economy, our society, indeed our entire way of life’<br />2<br />
  3. 3. 3<br />
  4. 4. ‘..in the Budget there will be further measures to stimulate private sector employment...’ Chancellor of the Exchequer 8 June 2010<br />4<br />
  5. 5. 5<br />96% of employers plans to either maintain or <br />increase their workforce over the next year<br />online recruitment activity up 15% since last year<br />Increased pressure on public sector<br />Continued shift from traditional to online<br />
  6. 6. http://hiring.monster.co.uk/hr/hr-best-practices/market-intelligence/labour-statistics-trends/employment-index-may10.aspx<br />6<br />+7%<br />The Monster Employment Index UK in May<br />On the up: banking and accounting<br /> Northern Ireland<br />Not so good: healthcare & social work<br /> Scotland<br />
  7. 7. 7<br />and the world of candidates...<br />
  8. 8. 8<br />47% go online to look for job vacancies<br />Top search = job specific terms<br />6.6 million (March) <br />Get visible online!<br />
  9. 9. Looking for a new job is a time of emotional peaks and valleys. The mood is changeable.<br />Optimistic<br />Encouraged<br />Reaffirmed<br />Uncertain<br />Excited<br />Not confident<br />Tired<br />Pessimistic<br />Discouraged<br />Daunted<br />Anxious<br />Angry<br />Source: Monster European Research April 2010<br />
  10. 10. Core consumer groups across Europe<br />“Optimistic Aspirers”<br />“Lost and Nervous”<br />“Easy Riders”<br />“No-Nonsense Career-Builders”<br />Source: Monster European Research April 2010<br />
  11. 11. What does that mean for recruiters?<br />11<br />No cookie cut approach!<br />“Optimistic Aspirers”<br />“Lost and Nervous”<br />Suggestions, new ideas, creative search techniques. Inspiration to explore new directions; vision to map the future<br />Hand-holding, advice, guidance, feedback especially around their CV and post application<br />“Easy Riders”<br />“No-Nonsense Career-Builders”<br />Filtering power, detailed information on the jobs available. Rational data allowing them the choices they want<br />“One click” options; simple processes; minimum fuss. <br />Source: Monster European Research April 2010<br />
  12. 12. 12<br />Social media…<br />Myth or reality???<br />
  13. 13. Do you (would you) ever use social networks as part of your job search?<br />“No! I want to control who knows that I am looking for a job. It’s very private information. On social networks, you don’t have many privacy protections” <br />“I’m not interested in networking with other job seekers. They’re my competitors”<br />“I especially wouldn’t use something like Facebook—which is part of my social life, not my professional life”<br />“I want to know as much as possible about the companies that are posting vacancies. This is how I might use LinkedIn—maybe it turns out I know or can meet some people who work there”<br />The must-haves<br />Useful intelligence<br />Privacy protections<br />Professional tone and feel<br />Source: Monster European Research April 2010<br />
  14. 14. 2011 and beyond for recruitment?<br />14<br />
  15. 15. 15<br />“we must have HR innovators delivering innovative HR solutions”<br />David Ulrich<br />
  16. 16. 16<br />
  17. 17. 17<br />HR Network<br />Food for thought<br />Innovative resourcing <br />Tangible social media<br />Search for talent<br />Employer brand<br />Diversity<br />Keep up with candidates<br />
  18. 18. 18<br />julian.ladd@monster.co.uk<br />

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